Having a remote or hybrid workforce is quickly becoming popular. And surprisingly, there are now more jobs despite artificial intelligence automating tasks that people used to manually do. Jobs change fast nowadays and there’s a growing need for more specialized remote workers. Accordingly, recruitment specialists and staff now face the dilemma of finding the right people for jobs that are new to most people.43% of respondents to a study amongst businesses stated that staff acquisition is a top priority. Human capital remains to be one of the most important assets to a company. But how does an HR professional find the best person for the job? It used to be that recruitment happened mostly via an interview and “gut feel.” However, advancing technology has made it easier to make data-driven hiring decisions.
What is Data-Driven Recruiting?
Data-driven recruitment is a rising approach to hiring that uses tools and techniques to gather relevant data from a large talent pool. It helps identify candidates based on their skills and experiences and how well they can contribute to the company’s growth. Data used to only be accessible after years of recruiting. However, insights and metrics are now more readily available as an open-source resource to people everywhere.
There has been a growing market of tools that use artificial intelligence to collect recruitment data, sift through dozens of applications, and suggest the best candidates for a job. So when studying to find work in HR, getting a data analytics degree to work in human resources might actually become an edge in the future. The way trends are moving, data and automation will become a huge part of the human resource operation in the years to come.
Using Job Data to Hire Remote Staff
Of course, recruiters can’t put a metric on everything, but there are ways to objectively measure applicant-company fit and lessen the chances of a bad hire. Here are ways to utilize job data to improve a remote hiring process.
Automate the data collection process
Studies show that 60% of companies intend to increase the use of automation at work. Automations save time and effort, leaving HR managers with more leeway to do more meaningful work. Automating data collection and using data analytics in recruiting can lessen the burden and give them time to focus on interviewing, onboarding, or even assessing and serving existing employees in the company to increase retention.
Use data to refine job descriptions and requirements
Many of today’s jobs didn’t exist a decade ago. Recruiters face the dilemma of creating job openings for positions they don’t fully understand.
For example, podcast producers weren’t really a mainstream job, but now more brands and companies are hiring podcasters to create and manage branded podcasts. HR managers now need to understand what a good podcast manager will be able to do and the qualifications that come with the job.
Successful job creators use job scraping tools to gather data from the internet to study what other companies use as metrics to hire people for the same role.
Let’s look at some data-driven recruitment examples. A long-standing furniture company wants to hire a Shopify manager to help with e-commerce. If the company’s HR manager is new on Shopify, they can use a job data scraping tool to crawl on job sites and recruitment pages on other companies to understand what skills to look for in a Shopify manager.
Collect the right data
When gathering recruiting data analytics, hiring committees must look at the right data. Here are some of the data that a recruitment team or human resource manager should look into to make better hiring decisions.
- Cost per hire — How much it costs to advertise, screen, and onboard new hires.
- Time to hire — How long it takes to fill an open job position.
- Source of hire — Where new hires come from
- Job offer acceptance rates — The rate at which applicants agree to company offers
Create an employer brand and online presence
Job boards in the future will not only be a place for job providers to search for applicants. Job seekers will also screen companies too. There seems to be an increasing rate of applicants Googling companies with open positions before sending in their applications.
This trend became even more important amongst remote workers as there are many malicious attempts to scam people in the guise of a job opening. So, companies should also create strong employer brands and develop an online presence for their company to attract job applicants.
Data and Artificial Intelligence: The Future of Job Searches
Companies are now starting to get an idea of what jobs will look like in a post-pandemic world. But given how fast things are changing in the digital revolution, learning how to use data in recruiting will save recruiters considerable resources and time. So job creators and HR managers should start looking into using data-driven approaches to make data-driven remote hiring decisions now.